Over on 2080
- Thread starter Olive
- Start date
Olive -- "So as of September 10 my 2080 is at 2111.40. What do I do and what will happen because I’m over? I have vacation next week but will I still be over no matter what I do?"
-- How do you know you are at 2110.40 hours as of 10 September? Are you tracking work hours on your own, or has manglement been listing your work hours on the 4240?
-- For now, you don't to anything aside contacting your office steward, or if none, your Assistant District Representative about being over 2080.
-- What will happen is most likely manglement will try to make going over 2080 is all your fault and request ( demand ) you take annual or sick leave to keep you from going over even more.
-- Actually going over 2240 hours can get ugly as Eagan ( the USPS payroll center ) will have to go back and recalculate your work hours. More on that later.
-- Based on the past, manglement is supposed to make carriers aware of Eagan's "Projection List" which names carriers in danger of going over 2080 and 2240 hours - usually mid-summer. Were you ever notified by manglement of being on Eagan's Projection List? If not, that is on manglement because those carriers on the List are supposed to get a WRITTEN notice as well as having a sit-down with manglement to "discuss" what the carrier could do to stay under 2080 or 2240, which among other things could include to taking leave or get "faster". ( such steps used to be in Article 9.2.C.7.b(2) )
-- Does manglement have any Eagan List Projections? If so, when did manglement get them?
-- Can manglement provide a paper trail of steps listed in Step 4 ( F-49 )?
-- Or provide a Performance Appraisal per Section 151.2 in the PO-603?
-- Did manglement address your 2080 issue per Section 214.3 of the M-38 ( annual workhour projection and review )?
-- If manglement didn't do any of the above, that is on them and not you. Scheduling is their job, not yours.
-- Got any denied leave requests? Those could prove useful in your defense.
-- Don't forget to take your entire 30 minute lunch break from now on. Better yet, request manglement provide you with a list of all your lunch breaks during the year. See if the times listed on your 4240s match up as manglement has been known to shorten carriers' lunch times. Which would be the same as changing clock rings ( a city term ), but none the less which could lead to troubles for manglement. ( some were fired several years ago in Richmond, VA. )
-- If you should go over 2240, there is Step 4 ( T-18 ), in part:
- the parties agree that if a rural carrier's actual work hours exceed 2240 in the guarantee period as a result of management's failure to take corrective action in accordance with Section 214.3 of the M-38 Methods Handbook, the rural carrier will not be responsible of an indebtedness resulting from the FLSA Section 7 (a) recalculation.
-- Should manglement "suggest" you use LWOP ( Leave With Out Pay ) for your 2080 problem, politely tell them to check Step 4 ( G-15 ) that stipulates carriers can not be required to use LWOP for 2080 / 2240 issues. ( but probably could if "voluntary" )
-- Long ago, actually in the latter part of the last century, when being a rural carrier was great, carriers at my first post office who were in 2080 or 2240 problems towards the end of the guarantee year would come in for an hour or so to case, then be sent home - but still paid administration leave. ( of course they made sure to take the 30 minutes for lunch )!
-- Good luck and please keep us in the loop.
-- How do you know you are at 2110.40 hours as of 10 September? Are you tracking work hours on your own, or has manglement been listing your work hours on the 4240?
-- For now, you don't to anything aside contacting your office steward, or if none, your Assistant District Representative about being over 2080.
-- What will happen is most likely manglement will try to make going over 2080 is all your fault and request ( demand ) you take annual or sick leave to keep you from going over even more.
-- Actually going over 2240 hours can get ugly as Eagan ( the USPS payroll center ) will have to go back and recalculate your work hours. More on that later.
-- Based on the past, manglement is supposed to make carriers aware of Eagan's "Projection List" which names carriers in danger of going over 2080 and 2240 hours - usually mid-summer. Were you ever notified by manglement of being on Eagan's Projection List? If not, that is on manglement because those carriers on the List are supposed to get a WRITTEN notice as well as having a sit-down with manglement to "discuss" what the carrier could do to stay under 2080 or 2240, which among other things could include to taking leave or get "faster". ( such steps used to be in Article 9.2.C.7.b(2) )
-- Does manglement have any Eagan List Projections? If so, when did manglement get them?
-- Can manglement provide a paper trail of steps listed in Step 4 ( F-49 )?
-- Or provide a Performance Appraisal per Section 151.2 in the PO-603?
-- Did manglement address your 2080 issue per Section 214.3 of the M-38 ( annual workhour projection and review )?
-- If manglement didn't do any of the above, that is on them and not you. Scheduling is their job, not yours.
-- Got any denied leave requests? Those could prove useful in your defense.
-- Don't forget to take your entire 30 minute lunch break from now on. Better yet, request manglement provide you with a list of all your lunch breaks during the year. See if the times listed on your 4240s match up as manglement has been known to shorten carriers' lunch times. Which would be the same as changing clock rings ( a city term ), but none the less which could lead to troubles for manglement. ( some were fired several years ago in Richmond, VA. )
-- If you should go over 2240, there is Step 4 ( T-18 ), in part:
- the parties agree that if a rural carrier's actual work hours exceed 2240 in the guarantee period as a result of management's failure to take corrective action in accordance with Section 214.3 of the M-38 Methods Handbook, the rural carrier will not be responsible of an indebtedness resulting from the FLSA Section 7 (a) recalculation.
-- Should manglement "suggest" you use LWOP ( Leave With Out Pay ) for your 2080 problem, politely tell them to check Step 4 ( G-15 ) that stipulates carriers can not be required to use LWOP for 2080 / 2240 issues. ( but probably could if "voluntary" )
-- Long ago, actually in the latter part of the last century, when being a rural carrier was great, carriers at my first post office who were in 2080 or 2240 problems towards the end of the guarantee year would come in for an hour or so to case, then be sent home - but still paid administration leave. ( of course they made sure to take the 30 minutes for lunch )!
-- Good luck and please keep us in the loop.
Rt2mailman
Well-known member
If you have ANY X days use them on your vacation, or the Usps will just take them from you when "refiguring" your 2080 pay. Too bad you can't get to 2240 and receive a larger check next February (why February? Because it takes them that long to press the recalculate button). If you are just a little over the recalculation will just steal your X days to fix it. DON'T LET THAT HAPPEN. I've seen it too often. PS they also steal a little of your TSP $ for good measure.
Squiggy
Well-known member
$1600 is not a little. I was trying to max out my tsp. Please advise everybody to switch to dollar amount instead of percentage. They take there money which is less than a hundred dollars and not your money. PS do it before our year ends OCT. One paycheck with percentage negates the whole year.
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maillady97
New member
My pm just told me the same thing. That I am projected to go over 2080 by 3 hours and that I have to use annual leave before September 30th. I thought that it only mattered if you signed the 4241 for the high option? Also on my check stubs it shows that I haven’t ever went over my evaluated time, so where can I go to find it for sure if I’m close to going over?
your steward can request the information, but you can go back through all your time yourself on liteblue. you will have to go back to last october.
if you didn't sign anything, they can't make you take leave. management can give you aux assistance or send you home. stand your ground.
